All consulting services are tailored specifically for the needs of resources and energy employers, and we will work collaboratively with your organisation to determine the best approach to reach your diversity and inclusion goals.
The following are some of our areas of expertise:
Overarching Strategy & Policy Development
AWRA can develop an overarching strategy, including management plans, for your organisations unique diversity and inclusion needs. This can range from just starting on the diversity and inclusion journey to assisting with existing programs.
AWRA can also provide feedback on your organisations current strategies and implement a roadmap for success based on the experience and expertise of our consultants.
Auditing & Benchmarking
The AWRA audit assesses the organisations diversity challenges and opportunities.
The AWRA audit is based on the globally recognised Gender Diversity and Inclusion Benchmarks, Standards for Organisations Around The World, developed by O’Mara and Richter (Centre for Global Inclusion) with permission. The benchmark tool covers organisations capability across the capability spectrum; inactive, reactive, proactive, progressive and best practice.
The AWRA audit will involve obtaining a detailed analysis and gathering of relevant data of the organisations policies and procedures. A detailed report will be written and presented on audit findings and recommendations.
AWRA has in-depth knowledge of the resources and energy industry and can provide your organisation with detailed reports on best practice within the industry customised to compare relevant focus areas. The subsequent report will examine data and best practice from Australia and overseas and will provide recommendations on areas to focus on.
Benchmarking can be provided regardless of where your organisation is in your employer capability diversity and inclusion journey.
AWRA can assist organisations to input relevant diversity and inclusion aspects into your tenders.
AWRA can assist you with the preparation of the tender taking into account your organisations capabilities in delivering the tender outcomes. AWRA can also assist with the implementation of initiatives tendered for.
Focused Organisational Development Strategies
Establishing an appropriate and effective governance structure to oversee your diversity progress can be very successful in building diversity and inclusion capability and influencing organisational culture. The majority of best practice organisations form a diversity council or another type of governance structure to build leadership engagement and accountability for the initiatives and programs. AWRA can assist you with establishing the diversity council and options for models of governance and leadership engagement.
Flexible work is vitally important to employees, however many organisations struggle to implement flexible work successfully.
AWRA has expertise and experience in developing and implementing flexible work arrangements, rosters and related policies.
A well-run mentoring program can be a fantastic professional development opportunity for your employees and can deliver significant diversity and inclusion organisational culture outcomes for your organisation.
AWRA can assist you to develop either an online, or face-to-face mentoring program, including program design, resources and matching.
Diversity Capability Workshops
These AWRA Diversity and Inclusion workshops support, engage and educate human resources personnel (and other professionals) who are responsible for diversity and inclusion in their organisation. They are also suitable for small and medium business owners who wish to learn more about gender diversity and increase the participation of women in their workforce.
Participants are given the proactive coaching required to increase the gender diversity of their organisation, allowing them to not only gain a competitive edge within the resource and energy industry marketplace, but also become an employer of choice.
Topics covered in the workshops include:
- Why gender diversity is a business imperative
- How to develop a diversity strategy
- Strategies to attract and recruit women to their organisation; and
- Retaining skilled women through Employee Value Propositions, such as professional development opportunities and flexible work arrangements.